Laws which you are now required to follow

10:  The Occupational Safety and Health Act (OSHA) -- Part Two.  Unless the organization is exempted as a "low-hazard" industry (see http://www.osha.gov/recordkeeping/ppt1/RK1exempttable.html), companies with ten or more employees are required to maintain OSHA Form 200, Record of Occupational Injuries and Illnesses, which is a log of occupational-related injuries and illnesses.  A copy of the form and instructions can be found on the U.S. Department of Labor Website:  http://www.dol.gov/libraryforms/go-us-dol-form.asp?FormNumber=15&OMBNumber=1218-0176

10:  The Vermont Parental and Family Leave Act (VPFL) -- Part One.  More favorable to employees than the FMLA (see 50-59 employees), the VPFL requires Vermont employers to allow for up to twelve weeks of unpaid leave to employees during pregnancy and/or after childbirth, or following the adoption of a child sixteen years of age or under.   The second half of the law is activited at a level of fifteen employees (see 15-19 employees).  The Vermont Department of Human Resources website has additional details:  http://www.state.vt.us/labind/Wagehour/fleave.htm

Topics to think about as you keep growing

11/12:  Job descriptions.  While an employee handbook spells out the rules, job descriptions spell out the specific duties for which each employee is responsible.  Having this ready at the time of interviewing allows for candidates for the position allows for the candidates to have a precise understanding of exactly what their responsibilities would be, so there is no ambiguity.   Guidance on writing job descriptions can be found at:  http://www.businessknowhow.com/manage/jobdesc.htm

13/14:  Employment at will.  Most states (including Vermont) are "employment at will" states, meaning that an employer has the legal right to discharge an employee for any reason at any time.   Be aware, however, that terminating employees in this fashion may get an organization into trouble, as some employees have been able to prove malfeasance by the employer and override the "employment at will" protection.  The Institute for Labor Studies & Research has a good overview of this topic:  http://www.rilaborinstitute.org/employment_guide_2001/chapter_1.html

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